One common challenge facing modern workplaces is navigating sexual attraction between employees. Organizations have various policies regarding relationships and sexual behavior, but these policies may be unclear or even contradictory. When an employee experiences strong romantic feelings for a coworker, they must carefully consider how to express those feelings without jeopardizing their job security. This process can cause anxiety and stress, leading some people to avoid pursuing a relationship altogether. To better understand this phenomenon, it is helpful to look at how organizations handle sexual attraction among their workers.
When trying to navigate sexual attraction at work, there are several important factors that come into play. Firstly, many employers have policies prohibiting supervisors from dating subordinates due to potential conflicts of interest.
Such policies often do not apply to other types of co-workers, meaning that someone could legally date a colleague who reports to them.
Many companies have policies forbidding discrimination based on sex, gender identity, or sexual orientation, which could create tension if one person in a pair is gay or transgender while the other is straight or cisgender.
Different departments within the same company might have differing expectations about appropriate conduct - for instance, human resources may frown upon displays of affection while marketing encourages team members to act as 'brand ambassadors' by promoting the company publicly.
The result of these conflicting policies is that employees must balance self-interest with organizational guidelines when dealing with sexual attraction.
If two workers fall in love, they may risk losing their jobs if they engage in public displays of affection but also face reprimand if they hide their feelings too much. To navigate this tricky terrain, individuals often rely on discretion and tactfulness. They may try to avoid any signs of romance until they know whether a relationship would be acceptable, keeping personal items out of sight and avoiding spending time alone together during work hours. If they decide to pursue a relationship anyway, they might choose to keep it private or only share news of the union after leaving the job.
Despite these challenges, some organizations have implemented clear policies regarding relationships among coworkers.
The Federal Trade Commission has prohibited all dating between supervisors and subordinates since 2013. This policy helps protect against favoritism and unfair treatment, reducing conflicts of interest and ensuring a fair work environment. Similarly, companies like Airbnb and Netflix have banned office romances altogether, citing concerns over productivity and distractions. Other businesses have taken an intermediate approach, allowing relationships between co-workers but requiring them to disclose the situation to management and adhere to strict rules about conduct.
Navigating sexual attraction at work can be complex and emotionally fraught. While some employers may provide clear guidance, many leave room for interpretation and judgment calls. Employees must carefully consider how to express themselves without jeopardizing their careers, leading to stress and anxiety that could impact their performance and wellbeing. As we continue to see more open discussions about sex and relationships in society, perhaps organizations will develop better policies and practices that balance employee needs with organizational goals.
How do employees navigate sexual attraction when organizational policies are ambiguous or conflicting?
In organizations where sexual harassment is taken seriously and prohibited by policy, navigating employee attraction can be challenging. Employees may have personal preferences for who they find attractive and how they express that, but must also adhere to company rules. It's important to remember that even nonverbal cues like lingering eye contact or touching could be interpreted as flirting or harassment, which could lead to disciplinary action.